Question

1. Suppose you are a manager who just accepted the resignation of a crucial employee. After you send your request for a replacement to the human resource department, how could you help the recruiter do a more effective job?

2. After months of insufficient recognition (and 2 years without a raise), you accept an offer from another firm for a $2,000-a-year raise. When you tell your boss you are resigning, you are told how crucial you are to the business and are offered a raise of $2,500 per year. What do you do? Why? What problems might exist if you accept the buy-back?

Answer 1

As per the policy, I have answered one question.

I could help the recruiter do a more effective job through the following ways:-

1) Providing useful details about the job role and responsibilities. Creating an accurate job description is very important in hiring the right talent.

2) Creating an employee referral program. As many employees may have a qualified contact in their network so providing bonuses or incentives for referral can boost their behavior and therefore bring the best talent to the organization.

3) Give them interviewing tips on how to screen the candidate and what are the required questions to be asked along with expected answers.

4) To check the stability of the candidate by evaluating their past experience and check if they truly fit in.

5) Refer to any internal employees that fit the position.